Debbie S. Moran

*** ******* ******* **** ************, TN 37334 412-***-**** ac7yky@r.postjobfree.com

Immediately Available: Human Resource Professional with a Passion for Innovation

Dear Hiring Manager:

With my background and experience as a Human Resources Manager and Generalist working both remotely and on-site, I am all too aware of the changes that have influenced employers over the past few years, as well as those that are facing us in the near future. Today, we are expected to accomplish more, often with less, and generally in a shorter time frame. As an experienced Human Resource professional, I have routinely been faced with such challenges and have a deep understanding of what makes an HR organization work efficiently. From recruiting, talent development, employee relations/counseling, performance management, communications, compensation, benefits, and retirement plans to policies and procedures development and implementation - I have done it all. In addition to my full scope role as an HR Manager and Generalist, I have a particular interest in and talent for the areas of employee recruitment, talent development, performance management and training.

The following is a synopsis of my diversified experience:

Champion candidate selection processes to enhance new hire quality, reduce spending and implement outstanding employee training programs.

Innate ability to create a collaborative, communicative organization that encourages HR and department heads to address issues to drive progress and both prevent / resolve issues.

Exceptional people management skills and ability to lead, motivate and inspire direct reports at all levels of the organization.

Track record for implementing standardized competency-based performance management tools and programs across the enterprise, as well as the development and use of metrics and analytics to measure the success of these programs.

Bottom line mentality applied to all HR management endeavors; strive for cost-containment goals and creative on-boarding strategies to reduce overall expenditures.

Effectively manage union avoidance strategies and maintain the company's union-free status at multiple business operating sites.

During my employment history, and with every assignment I have accepted, I have devoted my energies toward being a good steward of available resources. I attribute my ability to improve the human resource function performance of my employer almost immediately to my resourcefulness and creativity.

You will find that I am a decisive, proactive, and result-driven professional, offering a unique blend of academic achievement, technological expertise, practical experience, organizational and motivational leadership, creativity, resourcefulness, and the flexibility for change. Not only do I possess the qualifications you would want and expect from a successful human resources professional, I also possess another powerful intangible quality - commitment to excellence!

I would like to meet with you so that we can discuss the special needs of your company. You will see that I am not “just another employee” looking for an “easy” job, but a highly skilled professional seeking a challenging, fast-paced position that will enable me to use all my skills and experience to their fullest.

Best regards,

Debbie S. Moran

P.S. Thank you in advance for your consideration in what I have to offer. I look forward to meeting with you shortly!

Debbie S. Moran

158 Sulphur Springs Road Fayetteville, TN 37334 412-***-**** ac7yky@r.postjobfree.com

Human Resources Professional

Recruiter - Benefits Consultant – employee relations

Senior Certified Professional in Human Resources (SPHR) and SHRM Senior Certified Professional (SCP) with additional Human Resource Management Certification offering an 18-year HR career distinguished by commended performance and proven results.

Extensive background in HR management and generalist affairs, including extensive experience in employee recruitment and retention; talent development; performance management program design, implementation and management; development of newsletters and communications; training program development; HR policies development and implementation; mediation; conflict resolution; benefits and compensation program development and implementation; HR records management; as well as legal compliance.

Demonstrated success in negotiating win-win solutions, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions, metrics\analytics and management reports.

HR Skills

HR Program/Project Management

Performance Management

Talent Development & Training

HRIS Technologies

HR Department Management

Compensation Programs

Organizational Development

Metrics & Analytics

Communications

HR Department Startup

Change Management

HR Policies & Procedures

Management Training

FMLA/ADA/EEO/WC

Mediation & Advocacy

Alternative Dispute Resolution (ADR)

Rewards & Recognition Programs

Mentoring Program Development

Staff Recruitment & Retention

Strong Finance Background

Employee Relations

Career Path Development

Orientation & Onboarding

Diversity & Inclusion

Benefits Administration

Payroll Management

Employment Law

Professional Experience

APOGEE ITS Pittsburgh, PA

Leader in Managed Services Provider

Director, Human Resources, 2018 to Present

Responsible for the development and implementation of all human resources policies, processes and programs for the Sewickley, Boston and Toronto, CA offices. Manage all employee relations issues, ensure compliance with all policies and procedures, as well as all state, federal and provincial law. Play an integral role in talent management, key decision-making and team leadership.

Key Results:

Managed the full implementation of a new HRIS system, to include Web Benefits, Performance Management, Payroll, etc. Determined the provider and negotiated a substantial decrease in costs from prior provider.

Managed the selection process of a new benefits broker including 401k management, determined new providers and negotiated a significant cost reduction from prior providers. Managed the full open enrollment process and manage the inclusion of all new hires, changed, etc.

Created a new performance evaluation program for both mid-year and year end, as well as a stay interview process and performance improvement and employee development documents and processes.

Wrote a new employee manual; created new job descriptions; created a job requisition process; created a merit increase process; developed a new hire onboarding process/presentation; created a compensation plan to include job grades, salaries, and ranges. created a formal executive and staff bonus program.

CONVERGYS Pittsburgh, PA

Leader in the Customer Management Contact Center BPO Industry

Human Resources Business Partner – Google Powered by Convergys, 2015 to 2018

HR point of the contact for the employees and managers at the client sites, providing both remote/on-site support to the employees in the call center. Responsibilities include talent assessment, providing support to all levels of management, assisting employees with questions regarding benefits, payroll, employee issues, leave of absence, worker’s compensation, performance issues, employee engagement, retention, etc. Participate in corporate wide projects: job description/compensation updates, training certification development.

Assist in all recruiting activities and provide staff guidance by identifying new areas of sourcing candidates and reviewing and recommending courses of action for sourcing and recruiting high quality applicants.

Key Results:

Developed a stay interview process to improve employee engagement and retention that has been implemented throughout the entire corporation.

Worked on several corporate wide teams to improve job descriptions, performance management, compensation guidelines, etc.

PNC Pittsburgh, PA

One of the nation’s premier financial organizations with more than 56,000 employees

Assistant Vice President, Talent Consultant - Talent Development, 2012 to 2015

Recruited to provide Human Resource Management expertise to the Performance Management group within the Talent Development Department of PNC. Working both remotely/on site, functioned as a strategic partner with senior leaders, Talent Consultants and HR Business Partners for the development and performance management of approx. 56,000 corporate employees. Responsible for ensuring adherence to performance management policies, and for the development and implementation of performance management training programs. Also responsible for developing metrics and analytics for performance management programs.

Key Results:

Played a key role in the reimplementation of PeopleSoft 9.1, including the development and testing of the performance program design and metrics and analytics, as well as providing Pay for Performance reporting to managers and HR Business Partners, etc.

Developed specific performance review processes for Corp. Executives as well as the recurring mid-year and year-end performance management processes

Developed manager, employee, proxy and goal administrator process guides for the mid-year and year-end Pay for Performance process.

Developed and maintained the Managing Employee Performance training series for all PNC managers, participate in the development of Management Essentials training

Developed and partnered with the HR Service Center on the Return from Leave and Goal Administration process, providing guidance, documentation, etc.

Professional Experience (continued)

GIANT EAGLE, INC. Pittsburgh, PA

Leading grocery store chain in the Tri-State area employing more than 36,000 team members

HR Business Partner/Resource Manager, 2009 to 2012

Recruited to provide Human Resource Management expertise to the Information Systems Department of Giant Eagle, Inc. Working both remotely/on-site, functioned as a strategic partner with senior leaders in the development, coaching and management of the approx. 289 Team Members in this department, as well as in the development of job descriptions and career path planning, recruiting of new team members, performance management, compensation management, etc. Acted as a liaison with the Giant Eagle Corporate Human Resource and Talent Management Departments ensuring adherence to corporate policies, assisting in the development and implementation of training and development programs, corporate wide performance management programs, development of mentoring programs and performed training in diversity and inclusion.

Key Results:

Played a key role in the development and implementation of the current fiscal year performance appraisal program throughout Giant Eagle, developing specific skills-based performance appraisals for the IS Department, revised all job descriptions in IS.

Drastically reduced recruiting and contractor costs by re-writing the master service agreement and putting into place conversion fees, mark-up rates, guarantees, negotiation of new direct hire fees, etc. Managed this process for approx. 58 contractors.

Developed a skills-based mentoring program for the IS Department which was then used by other departments throughout the company.

Developed, implemented and performed management training for the IS Department, to include onboarding and mentoring programs.

GATAN, INC. Warrendale, PA and Pleasanton, CA

Leading developer and manufacturer of cameras, lenses, software and operating equipment for electron microscopes.

Human Resource Manager/Generalist for Gatan, Photometrics, QImaging, Media Cybernetics, 2007 to 2010

Recruited become an integral part of their management team. Brought on board to revamp the entire human resource program and consolidate the HR function for several Roper Industries Imaging subsidiaries providing both remote and on-site support to approx. 450 employees in the US and Overseas. Managed two payroll administrators and one HR Generalist.

Key Results:

Rewrote and implemented an updated employee guide for Gatan and Photometrics. Wrote and implemented business travel expense and substance use policies. Implemented drug testing program.

Established standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.

Developed and implemented new performance appraisal program. Developed complete compensation program which included updated job descriptions and the creation of appropriate job grades, pay ranges, etc.

Significantly reduced recruiting and contractor costs by re-writing the master service agreement and putting into place conversion fees, mark-up rates, guarantees, negotiation of new direct hire fees, etc. Updated all independent contractor agreements following current applicable states and federal law.

Instituted a corporate wide training program that included both DOL and OSHA required training, as well as team and management training exercises. Developed company wide newsletter.

Developed personalized benefits summaries for all employees providing all current benefits information on an annual basis.

MHF LOGISTICAL SOLUTIONS & MHF PACKAGING SOLUTIONS Pittsburgh, PA and Sweetwater, TN

Transportation firm handling nuclear and hazardous waste

Human Resources Manager/Recruiter, 2005 to 2007

Recruited to fully implement a Human Resource Management program for the two entities. Functioned as a strategic partner with senior leaders in the development, coaching and management of the approx. 120 employees, as well as in the development of job descriptions, recruiting of new employees, performance management, compensation management, etc. Managed administrative staff.

Key Results:

Wrote and implemented an employee guide for MHF Logistical Solutions and Packaging Solutions, as well as a Manager’s Manual and business travel expense and substance use policies. Implemented drug testing program.

Developed and implemented a performance review program using both general and specific skills-based performance reviews for the various departments. Developed complete compensation program which included updated job descriptions and the creation of appropriate job grades, pay ranges, etc.

Created master service agreements thereby drastically reduced recruiting and contractor costs putting into place conversion fees, mark-up rates, guarantees, negotiation of new direct hire fees, etc.

Developed, implemented and trained managers on a formal on-boarding process for new team members and contractors.

Education, Certifications & affiliations

COLUMBIA SOUTHERN UNIVERSITY Orange Beach, AL

Bachelor of Science (BS) in Business Administration/Human Resource Management (with honors)

HR Designations:

SPHR (Senior Professional in Human Resources)

Certificate in Human Resource Management

SHRM – SCP (Senior Certified Professional

Affiliations:

Society for Human Resource Management (SHRM)

Member, National Society of Leadership and Success

President Elect Butler HR Assoc. (BHRA)

LinkedIn - http://www.linkedin.com/in/debbiemoran

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